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By Joe Marconi in Joe's Blog4 commentsA recent study, done by Harvard Business School, concluded that the real problem with attracting and retaining employees has more to do with the workplace environment, not pay or benefits. While the study did find that an adequate pay plan and offering an attractive benefits package did help with recruiting and retention, it’s not enough to satisfy the needs of employees, especially those of front-line workers.
The study also stated that in 2021, many companies were convinced that giving raises, sign-on bonuses, and other perks would solve the worker shortage problem and prevent people from quitting. However, this strategy did not work. So, what does work regarding attracting quality people and keeping them employed?
Essentially, it all comes down to the culture of your company. Management: do all it can to consider the individual needs of your employees. Your employees want to feel that they have a voice, that their opinion counts, and that their role in your company is both respected and recognized. Yes, pay and a great benefits package will go a long way toward making your employees feel secure, but that’s only financial security. People want more than money.
To attract and keep top talent requires creating a company that people feel proud to work for. You need to reach the hearts and minds of your employees. Become a leader that people are enthusiastic about working for. You want your employees bragging to their friends and family that your shop is a great place to work!
Step one to attracting and retaining quality employees: Create an amazing workplace environment for your employees! Trust me, happy employees make happy shop owners too!
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By Joe Marconi
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By Joe Marconi
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By carmcapriotto
How many jobs do your service advisors have? Who covers when you are short-handed? How many technicians per advisor do you have? Are you using technology and systems to a service advisor’s advantage? How clear are your objectives to everyone in the shop? What are some different pay plan options?
Dave Schedin, CompuTrek Automotive Management Systems. Dave’s previous episodes HERE Bryan Kelley, Valley Automotive Repair & Electric, Covington, WA. Bryan’s previous episodes HERE. Jeff Grassman, Carsmart Auto Service, Sumner, WA. Jeff's previous episodes HERE Dave Kusa, owner of AutoTrend Diagnostics in Campbell, CA. Listen to Dave’s other episodes HERE. Key Talking Points
Service advisor ranked 5th or 6th most stressful job- how many jobs do your service advisors have? Who covers when you are short-handed? How many techs per advisor? Are you using technology and systems to a service advisor’s advantage? How clear are your objectives to everyone in the shop? Building a model with everyone involved and everyone wins- 360-degree view with transparency with the numbers of the business What is your culture? Hiding numbers? It is about the money, but it’s not about the money- the incentive is to motivate and not ‘just enough to get by,’ and it has to be customizable based on their level. The plan has to have a direction. Ask a mentor, coach, peer Incentivizing the behavior- it has to be attainable Future for advisors? Self-check in? Will they be needed? Other compensations, no weekends? Hours of operation M-F? Lunch break schedule? Vacation time? Medical/dental cost paid by the employer? If you have a family culture, what about the kids or spouse? College fund? Spouse bonus?
Connect with the Podcast Aftermarket Radio Network Subscribe on YouTube Visit us on the Web Follow on Facebook Become an Insider Buy me a coffee Important Books Check out today's partners: Shop-Ware: More Time. More Profit. Shop-Ware Shop Management getshopware.com Delphi Technologies: Keeping current on the latest vehicle systems and how to repair them is a must for today’s technicians. DelphiAftermarket.com
Click to go to the Podcast on Remarkable Results Radio
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By bantar
While at the Ratchet and Wrench Management Conference, I was able to review most of the management software packages available. I have a few observations to share that might be helpful. Each software package has its own pluses and minuses, but, I see some high-level commonalities amongst them.
At a high level, you can separate software packages into two groups based on age. The longer a software package has been available, the more likely that many of its features are highly refined and give you the most controls. The disadvantage of an older software package is that they are too busy keeping their customer base happy with fixes and minor features that they don't have time to take the leap of innovation (e.g. DVI). If the platform is really old and/or they are not charging enough money monthly to have the revenue to hire a good team, they may not be able to completely rewrite their software to utilize newer technology features. For these software packages, you are forced to change vendors to adopt new the new features. On the other hand, if the software package is new, they go straight for the snazzy features and also, try to fix the perceived problems of the legacy software packages. They excel in the basics, but lack the depth of feature functionality that only time brings. Mind you, both types of companies are trying to reach feature parity. New companies need to flush out features, adding complexity and older companies are working to build the snazzy features. Both of these take time.
For the record, I'm using Protractor. I can tell you all of the good and bad of this package. I used my in-depth knowledge of this program to compare it to the newer packages. In other forums, the two main contenders for new appear to be:
TekMetric ShopWare Other New: Shop Monkey AutoLeap Older More Mature Systems: Protractor Mitchell (I didn't look at this one) NapaTracs (I didn't look at this one) Many others not at this show I liked the snazzy new features that I saw in each new package, but quickly recognized that in my daily use, I'm using certain mature features that are not present in the new packages.
Another observation is that each software package somewhat enforces a workflow methodology. You can choose to fight their internal structures (and lose), or go with their model. I noticed a few idiosyncrasies, but, they are all trending towards a seemingly similar workflow. This requires scrutiny when selecting a software package. The new guys are often pushing their "better way" as a solution to the problems of old. For instance, ShopWare had a unique approach to canned jobs that deserves investigation that I didn't notice in other packages.
So, when shopping, make note of the real features that you must have. Don't be fooled by the shiny new outer skin. Balance it with your real needs.
I do see that some of these new contenders are investing much money into development of new features, so over time, they will likely build the feature that you need today. As well, some mature packages are investing in the future.
I will say this loudly. Your software vendor must be charging you healthy monthly fees to have the money necessary to continue to innovate. If you gravitate to the lowest price, features could take longer or never come. Just like us, we must first survive before we can do good work and be able to pay the bills.
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By Transmission Repair
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